Two Ways to Work Together: Engagements built around what your organization actually needs.
Some organizations need a structured engagement that unfolds over weeks — that's where the consulting tiers below come in. Others need focused, in-person progress on one specific challenge, fast — that's what a retreat is built for. Not sure which fits? A discovery call will tell us in 30 minutes.
Structured Engagements
Unclear roles, leadership friction, and strategy that never quite takes hold aren't just frustrating — they're expensive. They show up as staff turnover, missed goals, decision bottlenecks, and leaders spending their time managing dysfunction instead of driving mission.
The question isn't whether your organization can afford to address this. It's whether it can afford not to.
Most organizations that reach out are living in one of these right now:
Organizational Design & Role Clarity
When growth, change, or plain momentum has outpaced your structure.
Two people believe they own the same decision; nobody's sure who actually calls it
New hires can't tell you who to ask
Escalations land on your desk that never should have gotten that far
Leadership & Decision-Making
When decisions stall at the top, or leaders manage around tension instead of through it.
Everything of consequence ends up on one person's desk
Two leaders quietly disagree, and nothing moves until one of them gives in
The same debate resurfaces every few months because it was never actually settled
Strategy Into Execution
When the plan is solid on paper, but Monday doesn't look any different because of it.
The strategic plan lives in a shared drive, not in daily conversation
Staff can't connect their day-to-day work to what leadership says matters most
Check-ins track activity, not whether the priorities are actually moving
Culture & Burnout
When good people are leaving and the reasons never quite add up.
Exit interviews cite "personal reasons," but the pattern keeps repeating
Workarounds have quietly become the way things actually get done
What the organization says it values and how people are actually asked to work don't match
If more than one of these sounds familiar, that's normal; these problems tend to travel together. It's why the engagements below are built to address them as a connected system, not as separate line items.
I offer four tiers of engagement, from a focused diagnostic to a full organizational transformation. Every engagement starts with a conversation about where you are, what's getting in the way, and what you're trying to build. From there, we scope the work together.
-
A shared understanding of basic responsibilities and the obstacles to success.
This engagement is the right starting point for organizations that feel friction but aren't sure exactly where it's coming from. We do a structured diagnostic, looking at roles, decision-making patterns, and organizational design, and surface the clarity your team needs to move forward.
What's included:
• Role & Responsibility Snapshot (Roles)
• Decision Friction Identification (Leadership)
• Light Organizational Design Scan (Roles)
• Foundational Leadership Conversation
Best for: Organizations navigating early-stage team strain, unclear accountability, or a leadership team that's working hard but not quite in sync.
Starting at $7,000
-
This engagement goes deeper, addressing not just where the friction is, but how to remove it. We work on targeted process improvement, sharpen decision-making authority, and build supervisor capability so your team can execute with more consistency and less escalation.
What's included:
• Targeted Process & Decision Improvement (Strategy)
• Supervisor Enablement (Leadership)
• Execution Alignment (Strategy)
• Practical Implementation Guidance (Strategy)
Best for: Organizations where the problems are identified but the fixes haven't held, or where mid-level leadership needs more support to carry out the strategy.
Investment discussed during discovery call
-
This is the most comprehensive single-phase engagement and the one I recommend most often for mid-size organizations at an inflection point. We address organizational design, role clarity, mid-level management structure, decision-making authority, and leadership alignment together, not sequentially.
What's included:
• Organizational Design Assessment (Roles)
• Role Clarity & Accountability Mapping (Roles)
• Mid-Level Management Role(s) Design (Roles)
• Decision-Making & Empowerment Framework (Leadership)
• Leadership Alignment (Leadership)
This engagement is also available as a phased approach, splitting the work across two phases with a checkpoint in between, for organizations that prefer budget flexibility or a more gradual pace of change.
Best for: Nonprofits, higher education teams, and growing organizations navigating structural strain, leadership transitions, or a moment where the culture just feels off.
Investment discussed during discovery call | Most commonly recommended
-
A self-sustaining, values-driven, high-performing organization.
This is a full-scope, ongoing partnership for organizations committed to building something that lasts. We go beyond structure and process to build the governance model, leadership operating system, and culture reinforcement mechanisms that allow your organization to sustain performance over time, including through leadership transitions.
What's included:
• Enterprise Organizational Design & Governance Model (Roles)
• Leadership Operating Model & Strategic Planning (Leadership, Strategy)
• Ongoing Executive & Senior Leadership Coaching (Leadership)
• Values-in-Action & Culture Reinforcement (Culture)
• Sustainability & Succession Readiness
Best for: Organizations at significant scale or complexity, or those making a long-term investment in organizational health as a strategic priority.
Investment scoped by engagement | Contact to discuss
Retreats: Strategic Work, Concentrated into Days, not Months
For organizations that need focused progress now, not a multi-week engagement. Retreats bring your leadership team together for one to several days of facilitated work on a specific challenge, with a usable plan to show for it before everyone heads home.
-
From Strategic Plan to Strategic Momentum.
A 1.5-day strategic planning retreat for leadership teams who are ready to move from talking about direction to actually setting one.
Most strategic planning sessions end with a binder. Yours will end with a plan your leadership team actually owns — and a path to put it into motion the following week.
The Strategic Clarity Retreat brings your leadership team together for a focused 1.5 days, away from the daily noise, to revisit your mission and vision against where your organization actually stands today, name the obstacles getting in the way of progress, and leave with a prioritized, actionable plan — not just a refreshed mission statement.
This retreat is designed for up to 5 leaders — intentionally small, so the people in the room can actually decide things, not just discuss them.
What's included:
• Pre-retreat intake call to understand your organization's current state and priorities
• 1.5 days of on-site, facilitated strategic planning — mission, vision, and values realignment; strengths and opportunity mapping; obstacle identification; and prioritized action planning
A written Strategic Action Plan delivered within two weeks of the retreat
One 60-minute follow-up call 30 days later to check momentum and troubleshoot early implementation
One 60-minute follow-up call 90 days later to gauge organizational culture shifts and momentum
Who This Is For:
Professional associations, nonprofits, and small businesses whose leadership team knows it's time to revisit direction, whether that's an outdated strategic plan nobody references anymore, a shift in member or community needs, or a team that's busy but not aligned on what matters most right now.
Investment:
$4,500 facilitation fee, plus venue, lodging, meals, and materials — estimated up front and capped, so there are no surprises.
-
Available by request — pricing varies by topic, group size, and length (half-day, full-day, or multi-day):
Team Alignment & Trust-Building
Mid-Level Manager Leadership Development
Culture & Burnout Reset
Leadership Transition Support
Unsure of your topic? Let’s talk through what your team needs.
What working with AMC looks like.
Regardless of which tier fits your organization, every engagement includes:
• An initial discovery conversation to understand your specific situation before any scope is finalized
• Implementation timelines co-created with your team, not handed down
• Regular check-ins to track progress and adjust in real time
• Documented recommendations your team can reference and build on
• Stakeholder communication support throughout the engagement
• Playbooks and repeatable models so the work continues after I'm gone
My goal is never dependency. It's the kind of clarity and capacity that outlasts my involvement.
Most clients don't know which tier is right before we talk. That's what the discovery call is for.
In this free call, I can usually help you identify where the real friction is, whether consulting is the right tool for it, and what level of engagement makes sense given your organization's size, budget, and readiness. If it turns out I'm not the right fit, I'll tell you that too.